Your Custom Text Here
Employees of Google’s Alphabet Inc. are teaming with investors in a push to tie executive pay to progress on workplace diversity.
A staffer for the web-search giant will present a proposal at Wednesday’s annual shareholder meeting in Mountain View, California, according to Zevin Asset Management, which submitted the measure. They’re requesting Alphabet consider related metrics in incentive plans, with a focus on diversity and inclusion in the workforce. READ MORE
In addition to recent legislative changes in California, Delaware, Maryland, Massachusetts, New Jersey, New York, and Oregon, pay equity in the workplace continues to garner widespread attention and has employers asking what they can do to better prepare. Developing a strategy to proactively engage in a pay equity audit is often the first and most effective step to ensure pay equity and minimize potential legal risk. READ MORE
Nikesh Arora is placing a $20 million bet of his own capital on his performance at his new gig.
The incoming CEO of Palo Alto Networks, the world’s biggest pure-play cybersecurity company by market capitalization, tells Fortune that he is purchasing millions of dollars in Palo Alto Networks shares in order to show his commitment to the new job, which he is set to start on June 6th. “It’s sort of like put your money where your mouth is,” he says. READ MORE
New survey findings confirm what many U.S. workers have already learned: As annual salary raises have held steady at around 3 percent, annual bonuses tied to performance have become a bigger part of compensation. READ MORE
Ever-increasing executive compensation over the past four decades - aided by consultants, compensation committees, the CEOs themselves and the backdrop of an extended bull market (1982-1999) - has meant widespread acceptance of the link between CEO pay and performance. READ MORE
Paychecks pay mortgages, buy food and make vacations possible.But what about the other parts of their compensation? For employees, these benefits are often overlooked and forgotten, and it’s up to employers to step in and remind employees of the full value of their compensation packages. READ MORE
Serafeim says, “much of the discussion to date misses the point. The design of the compensation plan and its announcement were… about signaling a credible commitment to Tesla’s purpose: to become a clean energy giant that helps address climate change by transforming mobility. To get there, Musk needs not only the normal sort of investor confidence, but also for investors to buy into his radical vision for the company.” READ MORE
Employee compensation and hiring numbers are on the rise among small businesses, according to the National Federation of Independent Business’s (NFIB) monthly jobs report. READ MORE
If you’re waiting to receive a job offer and salary package—or perhaps having already gotten it and are puzzling over what you’ve been offered—if can be helpful to understand the drivers behind what goes into a compensation package. To be sure, it’s not rocket science, but putting some parameters around how companies evaluate candidates and structure their compensation strategies can play an important role in helping you assess whether you’re being paid what you’re worth. READ MORE
Chief executives at the biggest public companies got an 8.5 percent raise last year, bringing the median pay package for CEOs to $11.7 million. Across the S&P 500, compensation for CEOs is often hundreds of times higher than typical workers.
The pay increase matches the bump that CEOs received in 2016, according to salary, stock and other compensation data analyzed by Equilar for The Associated Press. READ MORE
As economic uncertainty roils the country, the income gap between top executives and everyday employees continues to grow ever wider.
This year, thanks to a rule in the 2010 Dodd-Frank banking regulation law, publicly traded corporations in the United States had to begin comparing the pay of their chief executives to the median compensation of other employees at the company. The results, collected in the Equilar 200 Highest-Paid C.E.O. Rankings, were predictably striking. READ MORE
Halliburton Co. shareholders have rejected for the first time an executive compensation plan that management had touted to line up with company returns and retain key employees.
In a tally at the annual shareholder meeting, close to 364 million votes were opposed to the nonbinding advisory item, and nearly 270 million were in favor of the proposed plan, according to a filing with the Securities and Exchange Commission. READ MORE
Chief executives at the biggest public companies got an 8.5 percent raise last year, bringing the median pay package for CEOs to $11.7 million. Across the S&P 500, compensation for CEOs is often hundreds of times higher than typical workers.
The pay increase matches the bump that CEOs received in 2016, according to salary, stock and other compensation data analyzed by Equilar for The Associated Press. READ MORE
As economic uncertainty roils the country, the income gap between top executives and everyday employees continues to grow ever wider.
This year, thanks to a rule in the 2010 Dodd-Frank banking regulation law, publicly traded corporations in the United States had to begin comparing the pay of their chief executives to the median compensation of other employees at the company. The results, collected in the Equilar 200 Highest-Paid C.E.O. Rankings, were predictably striking. READ MORE
Old Rule
Except for special rules that apply to public companies, the reasonable compensation of all employees is fully deductible as an ordinary and necessary business expense. Before this year the compensation deduction of a covered employee in a public company was generally capped at $1 million, except for commissions and performance compensation. A public company could deduct a covered employee’s commissions and performance-based compensation. To be deductible, performance-based compensation had to be attributable to a written, objective performance standard, established by the company’s independent compensation committee on or before the 90th day of the service period, and approved by a separate shareholder vote. The amount of the performance-based compensation had to be reduced to a formula, although the employer could retain the discretion to reduce or eliminate (but not increase) the compensation awarded. READ MORE
Employees frequently have to deal with demands for improved performance. The demands are typically accompanied by simplistic solutions, such as fire more people, tighten your performance standards or improve your IT systems. Rarely is there an acknowledgement that performance problems may be caused by inadequate resources, unrealistic expectations or a bureaucracy that is difficult to navigate. READ MORE
Beginning this year public companies must compare the pay of their CEO with that of their median employee. Required by Dodd-Frank, disclosure of this CEO pay ratio has produced some jaw-dropping numbers. Aptiv, a maker of auto parts, reported that its CEO made 2,526 time more that its median employee. The CEO pay ratio was 2,483 to 1 at the temp agency ManpowerGroup, 1,804 to 1 at amusement park owner Six Flags, and 1,465 to 1 at Del Monte Produce. READ MORE
Quisque iaculis facilisis lacinia. Mauris euismod pellentesque tellus sit amet mollis.